公务员组织公民行为维度与基于工作压力源的影响机理研究

发布时间：2017-12-30 18:15

  本文关键词：公务员组织公民行为维度与基于工作压力源的影响机理研究　出处：《华东师范大学》2016年博士论文　论文类型：学位论文

  更多相关文章： 公务员 组织公民行为 组织公民行为维度 工作压力源 影响机理

【摘要】：组织公民行为,是一种未被组织常规的薪酬体系所明确和直接规定而员工自觉表现出来的个体行为。这种行为一般是出于组织成员个人意愿、非角色内所要求的行为,与正式奖赏制度并无联系。通常,通过长时间积累后,这种行为有助于提高组织的绩效。随着我国行政管理体制改革以及服务型政府建设的进程不断加快,作为公共行政、管理和服务的主体,公务员所承担的重要公共管理职能不再能局限于其“职责内”的工作行为,其“职责外”的素质和行为在实现服务型政府目标中同样起到关键作用,这预示着在我国行政体制改革和时代背景下公务员的职责不应僵化地依附于职位说明书的内容。诸如像“关心组织”、“乐于助人”、“改革创新”、“修身正己”、“人际垂范”、“学以济世”等职责外行为都应是我国政府公务员具备的能力与素质。这是因为上述这些职责外行为不仅与公务员实际工作要求存在不同程度的相联,同时对提升公务员的履职能力有所帮助。可见,组织公民行为应当成为我国政府面向公务员所提倡的工作行为。组织公民行为源于企业员工,然而,组织的异质性决定了公务员组织公民行为与企业员工存在不同。因此,我们有必要对公务员组织公民行为的内涵与构成维度进行探索。同时,对公务员而言,他们所承受的工作压力会影响其组织公民行为的付出。与企业相比,常见的公务员压力来自其工作角色往往得不到家庭成员的理解；其工作较为琐碎且繁多；其人际关系较为复杂；公务员制度具有不确定性。尽管国内外公务员都面临一些类似的工作压力,然而,国家文化以及政府行政文化的差异在一定程度上异化了国内外公务员的工作压力源。在我国,有关公务员压力研究的文献大多围绕工作压力源展开,不少学者基于已有文献并结合访谈调查对收集数据进行分析,得出公务员的工作压力源主要来自于个体因素、组织因素和环境因素三个层面。其中,诸多学者都认同,工作过载压力源、上级领导压力源、职业发展前景压力源和人际关系压力源等是当前我国公务员面临的主要工作压力源。这些主要的工作压力源对我国公务员组织公民行为是否产生重要的影响?如何产生影响?对这些问题的理解与回答,可以帮助促进和激发有利于政府部门发展和公共价值创造的公务员组织公民行为的实施。基于上述研究问题的提出,本文展开了公务员组织公民行为的维度构建及基于工作压力源的影响机理研究。首先,鉴于组织公民行为这一概念源于企业,论文从企业领域的视角通过文献回顾对组织公民行为的思想溯源、概念演进等予以梳理。考虑到国外学界只是在近20年开始对公务员组织公民行为有所研究且我国学者对该领域的研究尚在起步阶段并趋于升温。因此,本文同样围绕组织公民行为的概念、维度、影响因素和影响结果等方面分别对国内外公务员组织公民行为的文献进行梳理、分析并归纳总结。同时,本文还对公务员工作压力源与工作行为之间的关系进行探讨,以期推进对我国公务员组织公民行为维度建构和影响机理的后继研究。其次,基于文献综述,本研究根据公共价值管理理论的指导思想,对传统组织公民行为的概念进行发展,针对公务员组织公民行为的概念给予新的界定和理解,此举意在为后续公务员组织公民行为的维度建构提供可参考路径。同时,文章从社会层面、组织层面和个人层面探讨了公务员组织公民行为的价值分析。此外,结合相关管理学理论,论文提出了公务员组织公民行为建构应具有的四个取向,即“公益性”、“无缝隙”、“人格化”和“变革型”,而这也将为后文公务员组织公民行为的维度建构提供相关理论依据。再次,通过与来自不同地区和系统的政府部门中不同年龄和职级的公务员进行半结构化访谈并结合扎根理论(即开放性编码、关联性编码和选择性编码),本文初步形成了含有35题测项的公务员组织公民行为初始问卷。考虑到已有研究方法的不足,本文还通过内容分析法以文献抽样的方式对第七届49位全国“人民满意的公务员”先进事迹进行正性职外行为的发掘和采集,此举为问卷的合理设计提供了辅助作用。同时,本文通过探索性因素分析和验证性因素分析等实证研究方法,构建了由29个题项构成的公务员组织公民行为的测量模型,这为进一步打开并廓清公务员组织公民行为维度的构成提供了客观而清晰的认知范式。研究结果表明,公务员组织公民行为是由“家庭维护精神”、“利他奉献行为”、“创新执行行为”、“德行律己行为”、“谦逊礼貌精神”和“自我学习行为”六个维度构成。然后,论文检视了基于工作压力源的公务员组织公民行为的影响机理。根据已有文献梳理和问卷星在线问卷调查等方式,本文确定了我国政府公务员所面临的最为常见的四种工作压力源,即工作过载压力源、上级领导压力源、人际关系压力源和职业发展前景压力源。在此基础上,本文分别探索并检验了(1)直接效应假设,即四种不同的工作压力源对公务员组织公民行为的影响；(2)中介效应假设,即从家庭层面的紧张和工作层面的紧张分别引入“工作-家庭冲突”和“工作抑郁”作为两个中介变量,探究其在公务员四种不同的工作压力源与其组织公民行为之间是否起到中介作用；(3)调节效应假设,即引入“反刍思维”这个调节变量：一是反刍思维在直接效应中的调节作用,即在自变量(公务员工作压力源)与因变量(组织公民行为)中的调节；二是反刍思维在间接效应中的调节作用,即反刍思维调节中介效应的第一阶段,即在自变量(公务员工作压力源)与中介变量(工作-家庭冲突或工作抑郁)中的调节,从而调节自变量通过中介变量对结果变量的间接影响。研究结果表明：第一,直接效应假设均得到验证。即四种不同的工作压力源与公务员组织公民行为均呈现负相关关系。第二,中介效应得到部分验证。中介效应的检验结果表明：一方面,工作-家庭冲突在工作过载、上级领导和人际关系三个工作压力源与公务员组织公民行为之间起部分中介作用,而在职业发展前景压力源与组织公民行为之间起完全中介作用。另一方面,工作抑郁在工作过载和人际关系两个工作压力源与组织公民行为之间起部分中介作用,而在上级领导和职业发展前景两个工作压力源与组织公民行为之间起到完全中介作用。第三,调节效应得到部分验证。调节效应的检验结构表明：在直接效应阶段,反刍思维在上级领导、职业发展前景两个压力源与组织公民行为之间起调节作用,在人际关系压力源与组织公民行为之间起部分调节作用,在工作过载压力源与组织公民行为之间的调节作用不明显。在间接效应阶段,反刍思维分别在上级领导、人际关系、职业发展前景三个压力源与工作-家庭冲突之间起调节作用,从而分别调节上述三个工作压力源通过工作。家庭冲突这个中介变量对组织公民行为的间接影响；同时,反刍思维还在上级领导、职业发展前景两个压力源与工作抑郁之间起调节作用,从而分别调节上述两个压力源通过工作抑郁这个中介变量对组织公民行为的间接影响。最后,本文针对公务员组织公民行为的维度构建及基于工作压力源的公务员组织公民行为的影响机理提出了本文的研究结论、理论贡献、实践意义、管理建议和研究不足。本文以当前学术研究中较为提倡的规范与实证方法构建了全新的公务员组织公民行为维度,以期为我国政府公务员人力资源管理尤其是公务员工作行为的优化提供相关借鉴。具体来看,公务员本人可依照本文所构建的组织公民行为六个维度,从个人层面对自身日常工作以及工作行为进行自省,并为自我素质与道德修养的提升提供参照。同样,政府可依照组织公民行为的六个维度从组织层面对公务员的选拔机制、绩效考核以及培训与开发等关键人力资源管理职能予以优化。另外,作为研究启示的另一重要组成部分,本文认为,政府可以从对工作压力源的合理管理、公务员紧张状态的消除以及公务员反刍思维的降低这三种途径进行干预,以促进其组织公民行为的积极表现,为服务型政府的建设添砖加瓦。论文研究所作的创新努力主要有：基于中国情境发展了公务员组织公民行为的概念及进行概念模型的构建,并基于此开发了一套系统化、可测量和本土化的公务员组织公民行为量表；打开公务员组织公民行为影响机理的黑洞,从工作压力源的视角建立了公务员组织公民行为的影响机理；突破了组织公民行为过多地以企业员工为研究对象的局面,展开多学科视角、多研究方法的探索。
[Abstract]:Organizational citizenship behavior is not a regular salary system of individual behavior clear and direct regulations and employee performance. This behavior is generally motivated by the members of the organization of the wishes of the individual, which is not required in role behavior, and the formal reward system are not related. Usually, through long time accumulation, this kind of behavior help to improve the performance of the organization. With the reform of the administrative system in China as well as the process of building a service-oriented government continues to accelerate, as the main body of public administration, management and services, an important public management for civil servants to work behavior can no longer confined to the "responsibility", the "responsibility" quality and also play a key role in achieving the goal of service-oriented government, which indicates that the civil service duties should not be rigidly attached to the position in the administrative system reform of our country and the background The contents of the books. Such as "caring organization", "helpful", "innovation", "cultivate one's morality", "interpersonal model", "learning to serve" the duties of behavior should be the quality and ability of civil servants in our country. This is because the government has the responsibility behavior not only the actual job requirements and civil servants have different degrees of associative, help to the improvement of public service and the ability to perform their duties. Therefore, organizational citizenship behavior should be the behavior of our government advocated for civil servants. Organizational citizenship behavior from employees, however, tissue heterogeneity determines the employee organizational citizenship behavior in the civil service and the existence of the business different. Therefore, we need the connotation of organizational citizenship behavior in the civil service and the dimensions of exploration. At the same time, to civil servants, their job stress will affect the public organization The behavior of pay. Compared with enterprise, the pressure from the common civil servants work roles are often not understanding of family members; the work is trivial and various; the interpersonal relationship is more complicated; the civil service system is uncertain. Although the domestic and foreign civil servants are facing some similar work pressure, however, the national culture and the government the cultural differences of alienation of work pressure source of domestic and international civil servants to a certain extent. In our country, the relevant research literatures on civil servants pressure sources of work pressure, many scholars based on the existing literatures and interviews to analyze the collected data, the source of work pressure of civil servants mainly from individual factors, three the level of organizational and environmental factors. Among them, many scholars agree that the source of pressure overload, superior pressure source, the development prospects of occupation pressure The source and the interpersonal relationship pressure source is the main source of work pressure of current our country civil servants face. The main source of work pressure will have an important impact on the organization citizenship behavior of civil servants in China? How to affect? Understanding and answers to these questions, can help to promote the implementation and stimulate organizational citizenship behaviors of the civil servants of the government the development and public value creation. The research based on the construction of the civil servants carried out organizational citizenship behavior dimensions and based on the mechanism of the influence of work stressors. First of all, in view of the concept of organizational citizenship behavior from the enterprise, from the perspective of enterprise in the field of thought through the review of literature on organizational citizenship behavior the concept of evolution to comb. Considering foreign scholars just start in nearly 20 years of civil servants and organizational citizenship behavior on me The research in the field of Chinese scholars is still in its infancy and tends to rise. Therefore, this concept, also around the organizational citizenship behavior dimensions, to sort out the impact factors and results respectively in the aspects of domestic and international civil servants'organizationalcitizenship behavior literature, analysis and summary. At the same time, the paper also carried on the relationship between the work of civil servants the pressure source and work behavior study, promote the subsequent study of the mechanism of China's civil service organizational citizenship behavior and influence to dimension in the construction period. Secondly, based on the literature review, this study according to the guiding ideology of public value management theory, the concept of the traditional organizational citizenship behavior development, give the definition and understanding of the new concept of organization for civil servants citizenship behavior, a move intended to construct for civil servants organizational citizenship behavior dimensions can provide reference path. At the same time, from the social level, organization level And the individual level of analysis of organizational citizenship behavior in the civil service value. In addition, combining relevant management theory, the thesis put forward four orientations of organizational citizenship behavior in the civil service construction should have, namely "public welfare", "seamless", "personality" and "transformational", which will later the dimensions of organizational citizenship behavior in the civil service construction to provide relevant theoretical basis. Thirdly, through and from different areas and systems in government departments at different ages and ranks semi-structured interview combined with grounded theory (i.e. open coding, correlation encoding and selective encoding), the paper contains 35 test items civil service organizational citizenship behavior of the initial questionnaire. Considering the shortcomings of the existing research methods, this paper also takes the literature method sampling of the seventh session of the 49 National People "with official through content analysis "The deeds are off the job behavior of excavation and collection, the move provides auxiliary role for the rational design of the questionnaire. At the same time, this paper explores the empirical research methods of factor analysis and confirmatory factor analysis, constructing measurement model which consists of 29 items of civil servants organizational citizenship behavior, this is further open and clearance dimensions of organizational citizenship behavior in the civil service provides objective and clear cognitive paradigm. The results show that the organizational citizenship behavior in the civil service by the" family maintenance spirit "," dedication behavior "," innovation execution behavior "," moral self-discipline behavior "," a courteous spirit "and" self learning behavior "six dimensions. Then the paper examines the mechanism of the influence of organizational citizenship behavior. Based on the source of work pressure according to the existing literature review and questionnaire Star online questionnaire adjustment Check, this paper identifies the four most common sources of work pressure for civil servants in our country facing the government, namely the work overload pressure source, superior pressure source, pressure source source and development prospect of occupation pressure relationships. On this basis, this paper explore and examine (1) the direct effect hypothesis, influence four different sources of work pressure on organizational citizenship behavior in the civil service; (2) the mediating effect hypothesis, namely from the family level of tension and tension were introduced to the working level "work family conflict" and "work depression" as the two one mediating variable to explore whether it plays an intermediary role between the four kinds of civil servants different job stressors and organizational citizenship behavior; (3) effect hypothesis, namely the introduction of "ruminant thinking" this variable: one is the role of rumination in the direct effect, namely in the independent variable (official Work pressure source) and dependent variable (organizational citizenship behavior) in two regulation; regulatory role of rumination in the indirect effect, namely rumination regulating the mediating effect of the first stage, namely in the independent variable (civil servants) and intermediary variables (work family conflict and work in regulation, depression) to regulate the indirect effects of variables through the intermediary variables on the dependent variables. The results show that: first, the direct effect of assumptions have been verified. The four kinds of civil servants job stressors and organizational citizenship behavior are negatively related. Second, the mediating effect has been proved. The mediating effect test results show that: on the one hand, work family conflict in work overload, the part of the intermediary role between the superior leadership and interpersonal relationship three work stressors and organizational citizenship behavior in the civil service, and the development prospect of occupation pressure Mediating effect between the source and the organizational citizenship behavior. On the other hand, work depression plays a partial mediating role between job overload and interpersonal relationship two work stressors and organizational citizenship behavior, and play a completely mediating role between superiors and occupation development prospects two work stressors and organizational citizenship behavior. Third that adjustment effect has been proved. That structure adjustment effect of test: in the direct effect of rumination on stage, superior leadership, between the development prospects of two occupation stressors and organizational citizenship behavior play a regulatory role in the interpersonal, play some regulatory role between stressors and organizational citizenship behavior, regulate the relationship between work pressure overload the source and the organizational citizenship behavior is not obvious. In the indirect effect, rumination were interpersonal relationship, in the superior leadership, the development prospects of the three stressors and job occupation Family conflict between the moderating effect, so as to respectively regulate the above three work pressure source through work. The indirect effects of family conflict variables on organizational citizenship behavior; at the same time, rumination still superior leadership, between the two stressors and job prospects of occupation depression play a regulatory role, thereby regulating the two pressure source respectively. Through the work of the depression variables on organizational citizenship behavior of the indirect effects. Finally, according to the official organizational citizenship behavior dimensions to build the mechanism and effect of organizational citizenship behavior in the civil service work pressure sources based on the conclusion, this paper puts forward theoretical contributions, practical significance, management recommendations and research. Based on the current academic research is advocated in the normative and empirical methods to build the new dimensions of organizational citizenship behavior in the civil service, in order to government officials in China Resource management especially to provide relevant reference to optimize the civil servants behavior. Specifically, we can construct civil servants according to this six dimensions of OCB, introspection with their daily work and work behavior from the individual level, and provide a reference for the self quality and moral improvement. Similarly, the government in accordance with the six the dimensions of organizational citizenship behavior from the level of civil servants selection mechanism, performance appraisal, training and development of the key functions of human resource management to be optimized. In addition, as the research revealed another important part of the government from the rational management of job stressors, stress and reduce the elimination of civil servants rumination of these three kinds of ways to intervene actively in order to promote the performance of organizational citizenship behavior, for the construction of service-oriented government and add brick Watts. Innovation research efforts are mainly based on the concept of the civil service China development situation of organizational citizenship behavior and construction of the conceptual model, and based on the development of a systematic, measurable and local civil servants organizational citizenship behavior scale; open the civil service organizational citizenship behavior influence mechanism of black hole the influence mechanism of organizational citizenship behavior in the civil service from the perspective of job stressors was established; the breakthrough of organizational citizenship behavior over employees as the research object of the situation, launched a multidisciplinary perspective, to explore the research methods.

【学位授予单位】：华东师范大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：D035.2
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本文编号：1355881